Despite decades of bias training and organizational change initiatives, women hold just 15% of high-level positions in most industries, a figure that’s scarcely budged since the 1990’s. People of color hold less than 5% of Fortune 500 CEO positions.
It’s time to go beyond just talking about the problem of workplace bias. Bias Interrupters is an evidence-based model that provides solutions. By taking small steps, Bias Interrupters can yield big changes.
Bias Interrupters are tweaks to basic business systems (hiring, performance evaluations, assignments, promotions, and compensation) that interrupt and correct implicit bias in the workplace, often without ever saying the word bias. As evidenced by the frustrating lack of progress on diversity, attempts at organizational change that rely on elaborate “culture change” initiatives have produced limited results. What’s needed are evidence-based tweaks that interrupt the constant transmission of bias in basic business systems. Bias Interrupters change systems, not people.
Tools are currently available for interrupting bias in hiring and performance evaluations.
The Center for WorkLife Law
UC Hastings College of the Law
200 McAllister St.
San Francisco, CA 94102
The Center for WorkLife Law's website and its content are provided for general information purposes only and may not reflect current legal developments, verdicts or settlements. Any information contained in the website should not be construed as legal advice and is not intended to be a substitute for legal counsel. No attorney-client relationship will be formed based on your use of this website or any service provided.